I recently attended a workshop on how to manage Generation Y. The basic premise being that those in the 20-30 age-bracket have been brought up on video games and networking websites so they are motivated by a different management style to the rest of the workforce.
The Gist for Gen Y
Gen Y are motivated by the following, we were told:
- clearly structured activities
- frequent feedback both positive and negative
- opportunity to cooperate and collaborate
- goals
- personalised short learning
- support and 1:1 contact
- clear levels or learning and progress
- fun
The idea is that video games have made these gamify-ing aspects more expected. Points, prizes and leader-boards are recommended too.
Gen Young and Gen Old
Interestingly many of the above appeal to Gen Old too as much as to Gen Young – though not the points, prizes and leader-boards perhaps.
And the Gen Y professional next to me at the workshop (aged 25) was adamant that she didn’t think everyone of her age-group wanted those last three either.
Managing Up
Another point made is that Gen Y like to network up, as well as across and downwards. However they do need support to mentor or manage upwards.
Managing up or mentoring up needs a fair amount of experience and guidance too. And this made me think at once of DISC. Because an understanding of other people’s preferences and communications styles is a great place to start if you are going to try managing up. DISC psychometric profiling clearly points out how to adapt your communication style so you find others more receptive to you.
Most of us don’t discover how to do this successfully for many years – if at all.
The Golden Rule “Do unto others….”
“Treat others as you would like to be treated” (or, more traditionally, “Do as you would be done by”) used to be one of the key rules of good behaviour.
I used to think that if I liked a particular style of communication, and motivation, then others would of course like it equally. So DISC Profiling was an eye-opener for me over 10 years ago when I first encountered it, and gave me extremely useful insights partly because its explanations are very clear, memorable and practical.
The DISC system explains why everyone doesn’t share my communication preferences, and what their preferences are likely to be. And it explains how we can adapt in order to avoid confrontation and motivate others more successfully.
Of course empathy is not just useful, it’s essential – but that Golden Rule “Do as you would be done by” can’t be taken literally.
A Learnable Skill
Luckily learning how to adapt in the right way, while still being true to oneself and authentic, is a skill that is learnable.
If you’d like to learn more about DISC and the reasons why we prefer it to other types of Profiling, click here for our free Profiling Report.
Oxford Professional Consulting is Oxford’s most specialised coaching and training company. We enable leaders and managers to put themselves across better, so they achieve the success and respect they deserve for themselves and their company. We have 30 years’ experience helping international clients create great teams, influence others and lead within their organisation.
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